Current Employment Trends and Their Implications for Business, Society, and Individuals
February 12, 2025
Human Capital Management refers to the management of an organization’s employees for them to contribute significantly in the overall productivity of organization. Every employee tries his level best to utilize his knowledge and skills to benefit his organization and become an indispensable resource in due course of time. Human Capital Management Drivers act as catalysts […]
What is Employee Stress ? Employees stress is a growing concern for organizations today. Stress can be defined as a lively circumstance in which people face constraints, opportunities, or loss of something they desire and for which the consequence is both unpredictable as well as crucial. Stress is the response of people to the unreasonable/excessive […]
Youth Entrepreneurship development in any country calls for Macro and Micro level detailing and policy definition. Effectiveness in implementation of Youth Entrepreneurship depends chiefly on the policy definition, provisions and the implementation plan envisaged as per the policy. One of the most important aspects of Youth Entrepreneurship development that one needs to keep in mind […]
Labor-Management relations are the most complicated set of relations that any HR Manager has to deal with. Efficient maintenance of labor relations helps the HR Managers in developing a harmonious environment within the organization which, in turn, helps the organization in effectively achieving its goals and objectives. Well-managed labor relations provide a competitive advantage to […]
The Future is upon us and Are We Ready for It? Most of us realize that the future would be a forbidding place due to the dwindling job opportunities in the traditional sectors such as Manufacturing, and the needed skills in the New Economy firms requiring added work and enhanced resilience. With the exponentially accelerating […]
A career development program is a planned mechanism to integrate a series of activities related to individual career planning by the employees and organizational career management for the employees.
The main objective of designing and developing a career management program is to provide employees with an opportunity to grow within the organization and expand their horizons and upgrade and use their skills to maximum possible extent so that the organization can be benefited ultimately.
Times have changed and so have the needs and aspirations of employees. Gone are the days when they would stick to their job until their retirement.
In today’s world, when there is so much to explore and achieve, they simply can’t afford to be static. They need continuous development and evolvement of themselves and reach new heights.
Career program in such a scenario tries to strike a balance between the employee requirements and objectives and organizations requirements and objectives.
The entire program is a consortium of several activities and workshops that help in fostering better communication at all levels of organization so everyone can understand each other’s requirements, skills and competencies.
The program also gives employees an opportunity to understand their own desires and aspirations and feasibility of their goals so that they can assess their skills and competencies and therefore, set realistic goals.
Once a career program is introduced in the organization, the top management has to make sure that it serves the purpose for which it has been introduced and implemented. There are several factors that indicate the effectiveness of a career program. By assessing and analyzing them, the HR professionals can measure till what extent the program has been successful.
Lesser the difference between the two, more successful the program is. But before matching the two, HR managers should make sure that the set standards were feasible to achieve and achieved output is calculated without any bias.
Along with this, a positive change in the attitude and behaviour of employees and adequacy of organizational career information can also be seen as indicators of career program effectiveness.
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